Guidelines for using AI
in our interview process
Coalfire has outlined our policy regarding the use of AI in the hiring process and the ways in which candidates are permitted to use AI during this process, as well as discussing how our teams will be using these tools.
We’re interested in the real you
At Coalfire, every candidate brings a distinct combination of skills and viewpoints. We believe the real power of human potential is realized when we connect the right person, with the right team, at the right moment. That’s why we’ve crafted our interview process to get to know you – your intelligence, expertise, and background. We ideally want to see see how you think and act in authentic situations, drawing from your personal journey, and how these qualities fit with and enrich our company values.
Shared responsibility and transparency
As AI becomes more integrated into daily life, we recognize its growing prevalence and expected use. However, for important parts of our interview process, it’s crucial that your submissions reflect your own perspective, rather than content generated by AI. Therefore, we ask that you follow the guidelines below regarding the use of AI during the interview process at Coalfire. In return, we’ve outlined how we currently utilize and plan to use AI in our recruitment efforts.
Preparation and performance
We know that thorough preparation can significantly influence your performance in an interview. We encourage you to take full advantage of the resources at your disposal, whether that means doing research, connecting with your network, asking your recruiter for clarification, or even using AI. However, we kindly request that you do not use AI to assist with your performance in the interview stages discussed below, unless specifically directed or approved upon in advance.
AI policies for Coalfire interview stages
As AI becomes more commonly used by job seekers, we want to clearly outline the appropriate use of AI throughout your interview process with Coalfire. If we find that AI is being used in ways not outlined below, without proper disclosure or attribution, your application may be disqualified. Additionally, we may reach out to your references to verify the qualifications and experiences you’ve shared with us during the interview. Regardless of how AI evolves, Coalfire has a strict policy against plagiarism or misrepresentation of skills during the hiring process.
- If you have questions about our outlined guidelines or policies, please discuss with the member of the Talent Acquisition team handling your interview process.
Application submittals
Using AI as a tool to help create your resume or cover letter is acceptable. However, we expect that the materials you submit accurately reflect your true qualifications and abilities. If we find that there has been any misrepresentation of your skillsets or background, your application may be disqualified.
Video and phone interviews
Our interviews are intended to assess how well you can demonstrate the skills necessary for the position. We want to understand your interpersonal and collaborative capabilities. We ask that you participate in all interviews without relying on AI-generated responses. If we find that you are using AI inappropriately your application may be disqualified.
Technical assessments or presentations
We value your original work, not what you reproduce. Any assignment you submit should reflect your own analysis and insights on the job-related prompt. You are free to research the topic in whatever way suits you, but keep in mind that AI-generated content often comes with drawbacks and limitations. We expect your final submission to showcase your personal thinking and approach to the assessment, and you should able to discuss its in-depth technical content.
How Coalfire uses AI in our recruitment process
Acknowledging both the potential and the limitations of AI today, our Talent Acquisition team takes great care in how we incorporate AI into our process. We have no reason to believe that AI can make reliable hiring decisions on its own, so we view it as a tool to support, not replace, human judgement. Given its inherent risks, including bias, we consider AI a valuable resource that enhances the efficiency of our hiring process, rather than a shortcut that removes the need for human oversight.
01
Job descriptions
Our hiring and recruiting teams may use AI-generated content as a starting point for developing accurate and inclusive job descriptions.
02
Interview questions
Our recruiters may use AI to assist in building questions that are relevant to the competencies being assessed in an interview process.
03
Candidate outreach
Some of our recruitment tools have AI technology embedded to assist in creating engaging messages for potential candidates.
04
Interview transcriptions
With all parties' consent, we use AI to summarize our interviews, which lessens the reliance on the note-taking skills of an interviewer and mitigates any hiring delays and potential bias caused by insufficient documentation of interview feedback.
